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Keeping employees motivated and driven may not be as hard as you think. Here’s why…

Motivation in the workplace is a tough one. Partly because of the ever-shifting way modern business operates, with a constant influx of new technology, models and sectors. Mostly because it requires identifying and understanding each employee as an individual, even though everyone needs to be working together, in the same direction, as part of a single, efficiently operating team. This is something we at PABS consider of high importance when providing virtual PA services. We also believe it’s something companies that provide VA services in the UK should be recognising.

However, when you break it down to basics, or in other words, when you consider the fact that we are all human beings with a basic hierarchy of needs, there are a few key things which any business can address to boost employee motivation levels to an all-time high. Here’s a few of our favourites:

Recognising great work is vital for morale

What do you think has the biggest impact on employee productivity in a business? Money is appropriate much of the time, but it’s not the only—or even the most effective—motivator. If you’re a manager, then know that a huge number of employees see recognition as one of the key factors impacting both their motivation and morale (70%, according to one study). If an employee continues to go above and beyond to achieve outstanding results and they don’t receive praise or recognition, then don’t expect it to last.

Conclusion: Treat employees as valued team members, not numbers

Learning and development is essential for maintaining a low employee turnover

One of the reasons people stay at a job, and often the reason why they accept an offer in the first place, is the opportunity to grow. But more than that, making sure people receive proper training in their roles, and are given a chance to progress, is a great way to build the kind of sentiment that leads to passionate, dedicated, engaged employees. It also is a way to equip employees with real actionable insight into the nuances of the business; even a virtual assistant will benefit from business-specific training by becoming that much more effective to the team.

Conclusion: Be sure to offer plenty of opportunities for personal development

Creating a better working environment creates more productive employees

Even over the past 20 years, corporate culture has seen massive changes. From being seen as a simple cog in a machine, employees today are shown concern for their well-being and work-life balance. Nowhere is this more evident than in the physical work environment. We’re not saying turn one end of the office into a table-tennis area (although this is surprisingly common nowadays), but do pay attention to the little things – that espresso maker, that sofa, that plant, that move to a floor with more daylight….

Conclusion: Invest in a better environment for your employees

Transparency and good communication build employee loyalty

Every relationship, including any work relationship, is built on trust. Employees that sense secrecy, especially from the higher echelons of the exec suite, quickly feel shut out and can lose faith in the company. On the other hand, an open and transparent communication policy when it comes to strategy, annual reporting, changes, etc. establishes a mutually willing bond between employee and business. A virtual PA can play a key part in this, helping to collate and disseminate information. Equally, inter-department info-sharing and encouraging people to voice their opinion (where practical) is an important part of making employees feel empowered.

Conclusion: Maintain good communication: Keep everyone in the loop

Managers who are great listeners make employees feel valued

You know what will really motivate your employees? Just ask them! Actively listening is one of the greatest skills any leader in business can have. When it comes to listening to your employees, it is about ‘putting your money where your mouth is’ and being able to demonstrate that you’ve heard them. Many companies do this through an employee survey, then present the findings and action points based on that report. However, don’t forget about the one-to-one approach, taking time to understand each employees pain points’ and doing something to fix them.

Conclusion: Go out of your way to identify employee pain points and gather feedback

In summary, all of the above points are geared towards making an employee feel empowered, valued and part of a company they can believe in – all fundamental in building not just employee motivation, but loyalty to the business and the other people in it. In the end, this leads to more productivity and a greater chance of financial success.

You don’t have to tackle them all, but try even just 2 or 3 changes aligned with the above, and we bet you’ll notice a tangible impact!

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